HR BP for IT

Plan the current and future skills of your employees with us

People, their skills and experience have become a critical aspect in the operations of IT-dependent companies. Most companies do not know their current digital, cybersecurity and ICT skills or what they need in the short, medium or long term.

Without this, there is a significant risk of visible business disruption, cybersecurity disruption, digital transformation disruption and project failure, compromised ability to deliver products and services to customers at agreed levels, poor employee engagement, and ineffective learning and development.

Some statistics

  • 71% of CIOs say skill gaps will affect their business
  • In 2022, 75% of organizations will experience a noticeable disruption due to lack of skills
  • 70% of employees have not mastered the skills they need to work today.
  • 80% of employees lack the skills required for their current and future positions
  • 51% of employees are actively looking for a new job
  • The # 1 risk that organizations face is a lack of talent
  • Only 2 out of 10 organizations are taking tangible action with 100% awareness of the need for skills development

Ref: Deloittes, Forbes, Gartner, Accenture, McKinsey, CIO Magazine, Gallup, HumanResourcesToday

Two key questions of unlocking potential: "What we can do?" and "What can we do?"

The key question today for any organization: What should be your organization that deserves and is able to get the most out of your employees?

Our mission as HR BP for IT: Build tool organizations, where people use the organization to improve the lives of themselves and those they serve.

Do you want?

  • Want to know what skills your organization has now?
    • To prevent data loss and cybersecurity incidents?
    • To successfully complete digital transformation?
    • To use the desired operating model?
    • To deliver services at an agreed level (according to SLA)?
    • To integrate in mergers and acquisitions of IT?
    • To improve project success and support agile working methods?
    • To gain a competitive advantage while responding to rapid technological change and innovation?
  • Want to know what skills your organization will need in the near future?
  • Want to stop teaching employees skills they don't use in their jobs? Instead, direct them to develop the skills they need right now.
  • Do you want your organization to have competent job descriptions and personalized training plans for specific IT roles?
  • Do you want to plan and execute development activities to increase the potential and productivity of your employees, as well as to ensure career advancement?

Our services include:

  1. Organization and planning of IT staff
    1. Development of a strategy for the development of IT talents;
    2. IT career design;
    3. Design and creation of professional communities of practice;
    4. Design of the organizational structure of IT in the organization;
    5. Role design;
    6. Organizational skills - gap analysis and prioritization of skills development;
    7. Checking the target operating model;
    8. Outsourcing model design;
    9. Personnel planning;
    10. Integration of two or more IT organizations;
    11. Writing role profiles / job descriptions;
    12. Support for process / technology oriented transformation;
    13. Support the transformational journey from start-up to mature IT organization.
  2. Attracting talent to IT
    1. Creation of job specifications for one-time recruitment;
    2. Creation of job specifications for recruiting personnel for a one-time recruiting campaign;
    3. Creation of job specifications for permanent recruitment;
    4. Selection of candidates;
    5. Evaluation of candidates;
    6. Outsourcing - staffing overview;
    7. Outsourcing - clarification of supply and demand;
    8. Internal recruitment.
  3. IT resources and skills deployment
    1. Deploying IT professionals to complete customer assignments;
    2. Resource management;
    3. Search for specialized experts among your IT professionals;
    4. Creation of 70:20:10 / developmental tasks;
    5. Reducing dependence on contractors - reducing risks and costs;
    6. Managing diverse personnel - multiple locations, geographic regions, cultures.
  4. IT Talent Assessment and Analysis
    1. Organizational IT skills assessment / IT skills audit;
    2. Assessment of personal IT skills of IT staff;
    3. Continuous assessment of skills as part of performance management / personal development;
    4. Internal promotion / recruitment criteria;
    5. Benchmarking for IT certifications;
    6. Making decisions "buy or build";
    7. Understanding complex IT roles;
    8. Setting training / development priorities;
    9. Performance Benchmarking - Internal;
    10. Performance Benchmarking - External;
    11. Performance problem management;
    12. Clarification and explanation of deficiencies in work;
    13. Development of the abilities of line managers;
    14. Determination of the risks of losing key employees;
    15. Identifying resource risks and contingencies in teams;
    16. Retention of key IT staff.
  5. IT staff development
    1. Support the strategic development of IT resources for transformations / significant change programs;
    2. Creation of a catalog of training and development;
    3. Measuring the results of L&D programs;
    4. Determination of learning outcomes in academic programs;
    5. Determination of career development paths;
    6. Improving the capabilities of line managers;
    7. Development and implementation of IT career development processes;
    8. Improving the quality of career conversations;
    9. Developing highly efficient IT organizations and people - increasing engagement / productivity;
    10. Demonstrating professionalism / instilling confidence in stakeholders;
    11. Positioning of IT qualifications;
    12. Applying common HR High Potential (HiPo) processes to IT organizations and roles;
    13. Training and development to support new service management processes;
    14. Application of the 70:20:10 model.
  6. IT staff remuneration
    1. Development of guidelines on wages;
    2. Assessment of jobs;
    3. Benchmarking for individual recruiting;
    4. Support for annual salary surveys;
    5. Dealing with salary restrictions in IT (for example, in the public sector).

 

Still have questions? Write to us and we will contact you.

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